Managing a construction job can be a very fulfilling task. However, it’s not always the easiest job out there. This is especially true when you have changes to make.
No matter if your change is a good one or not, there are likely to be certain employees who don’t appreciate the change or who have trouble dealing with things being different than the norm. While you may not be able to please everyone all of the time, it is possible to make these times of change a little smoother.
The following tips will help you as you implement change as a construction manager.
1. Communicate Rationale
Instead of just coming to the jobsite one day and announcing that the change is taking place, spend some time talking with everyone involved on the project and explain WHY the change needs to occur. If possible, do this with some lead time so that there is time to discuss how the changes will affect the team and determine the best way to help them cope.
2. Implement Change in Phases
While it is not always possible, sometimes big changes are best accepted when they can be broken into smaller changes. This is especially true when the crew knows what is coming in the days or weeks ahead.
3. Provide for All Needs
If you do not have all equipment, supplies or other things needed to make the change happen, it may not be the right time to get started. Try to have everything in order before implementing a change so that the changeover is as smooth as possible.
4. Be Available
Chances are there will be issues, which occur in the early days after a change. This is when you need to make certain you will be on site or at least available by phone or email. You do not want the change to fail simply because your crew doesn’t have your leadership at hand.
While occasionally you will have employees or crew members who dislike change simply because it IS change, often you will hear valid discussion about the change in progress. Listen to any dissension and find out what is causing it. You may be surprised—quite often you can get great advice from all levels of the organization if you are just willing to hear what your employees have to say.